Application Process
1. SHORTLIST
To apply for this role, please submit the following on CS Jobs no later than, 23:55 on Monday 17th August 2026:
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A CV detailing your career history, key responsibilities, and achievements.
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A Statement of Suitability (max. 1,250 words) outlining how your skills, qualities, and experience demonstrate your suitability for the role. Please refer specifically to the essential criteria in the person specification and the Project Delivery Capability Framework for the SCS1 Portfolio Director role found HERE.
Failure to complete both sections of the online application form (CV and Statement of Suitability) will mean the panel only have limited information on which to assess your application against the criteria in the person specification.
As part of the online application process, you will be asked a number of diversity-related questions. If you do not wish to provide a declaration on any of the particular characteristics, you will have the option to select 'prefer not to say. See the Civil Service Diversity and Inclusion Strategy for more information.
Should you encounter any issues with your online application please get in touch with us via: [email protected]
The timeline later in this pack indicates the date by which a decision is expected to be made, and all candidates will be advised of the outcome as soon as possible thereafter. Feedback will only be provided if you attend an interview.
2. ASSESSMENT
If you are shortlisted, you will be asked to take part in a Staff Engagement Exercise and Individual learning Assessment in advance of the final panel interview. This assessment will not result in a pass or fail decision. Rather, it is designed to support the panels decision making and highlight areas for the panel to explore further at interview.
Full details of the assessment process will be provided to shortlisted candidates at the earliest opportunity.
For further information regarding the assessments please visit - https://scs-assessments.co.uk/ .
Shortlisted candidates can request an informal conversation about the role with the vacancy holder, Rebecca Evernden. This discussion does not form part of the assessment.
3. INTERVIEW
Shortlisted candidates will be invited to attend a panel interview to have a more in-depth discussion of your previous experience and professional competence in relation to the criteria set out in the Person Specification.
As part of the process there may be assessment of skills either by a presentation or simulated exercise with follow up questions. Full details of the requirements will be given to shortlisted candidates ahead of their interview.
4. SELECTION AND FEEDBACK
Regardless of the outcome, we will notify all candidates as soon as possible, and will offer the opportunity to discuss feedback for all candidates who reached interview. A reserve list will be held for up to 12 months, which we may use to fill future suitable vacancies.
EXPECTED TIME LINE
We will try and offer as much flexibility as we can, but it may not be possible to offer alternative dates for assessments or interviews. You are therefore asked to note the below timetable, exercising flexibility through the recruitment and selection process, to meet the dates given.
Please note that these dates are only indicative may be subject to change. If you anticipate any difficulties attending, please alert [email protected] upon application.
The anticipated timetable is as follows:
Advert Closing date: 23:55, Monday 17th August
Shortlist: W/C 31st August
Assessments: W/C 14 September
Panel Interviews: W/C 28th September
It is expected that interviews will be conducted in-person in London, however this will be confirmed during the shortlisting process and successful candidates will be informed accordingly.
Further Information
Reasonable Adjustment
We are proud to be a disability confident leader and we welcome applications from disabled candidates and candidates with long-term conditions.
Information about the Disability Confident Scheme (DCS) and some examples of adjustments that we offer to disabled candidates and candidates with long-term health conditions during our recruitment process can be found in our DSIT Candidate Guidance. A DSIT Plain Text Version of the guidance is also available.
We encourage candidates to discuss their adjustment needs by emailing the job contact which can be found under the contact point for applicants section.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
Reserve lists
A reserve list may be held for up to 12 months, which the Civil Service may use to fill future suitable vacancies across government for candidates who are considered appointable following interview.
Further Information
If you are experiencing accessibility problems with any attachments on this advert, please contact: [email protected]
Complaints
Civil Service Commission Selection for appointment to the Civil Service is on merit, on the basis of fair and open competition, as outlined in the Civil Service Commissions Recruitment Principles.
In accordance with the Civil Service Commissioners Recruitment Principles, our recruitment and selection processes are underpinned by the requirement of appointment on the basis of merit by fair and open competition. If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, in the first instance you should contact; [email protected]
If you are not satisfied with the response you receive you can contact the Civil Service Commission at [email protected] and more information can be found at www.civilservicecommission.independent.gov.uk
Feedback will only be provided if you attend an interview or assessment.
